Chapter 9 - Decision making and employee involvement. Chapter learning objectives: Diagram the general model of decision making, explain why people have difficulty identifying problems and opportunities, identify three factors that challenge our ability to choose the best alternative, outline the causes of escalation of commitment to a poor decision, outline the forms and levels of employee involvement, describe sociotechnical systems theory recommendations for more successful self-directed work teams.
(BQ) Part 2 book "Human resource management" has contents: Career development, strategic aspects of employee relations, employee involvement, equal opportunities and diversity, grievance and discipline, strategic aspects of reward, ethics and corporate social responsibility, information technology and human capital measurement,...and other contents.
Every management guru seems to have a new
philosophy and a new set of initials he or she swears
will revolutionize your company. The management
fads of the last 20 years or so seem to have about a
three-year half life before they start to fade away,
but before their last spark, another one pops up with
an accompanying new guru. There is no shortage of
gurus or new acronyms, and for $1000 per day (and
sometimes much more), they are happy to share
their fervor with you. You spend your money and
your employees' time, and a week later, you would
never know you had been host to the guru-du-jour.
After reading chapter 8, you should be able to: Identify the activities involved in performance management, discuss the purposes of performance management systems, define five criteria for measuring the effectiveness of a performance management system,...
After reading this chapter, you should be able to: distinguish between involuntary and voluntary turnover, and discuss how each of these forms of turnover can be leveraged for competitive advantage; list the major elements that contribute to perception of justice and how to apply these in organizational contexts involving discipline and dismissal;...
Total quality management, now a well known idea, is a philosophy of management for
continuously improving the quality of products and processes. The idea is that the
quality of products and processes is the responsibility of everyone who is involved
with the development and/or use of the products or services. TQM involves
management, workforce, suppliers, and even customers, in order to meet or exceed
This module is one of six developed as part of a project involving the production of human resources management tools for use in the cultural sector. A second project involved the production of a report on Best Practices in human resources management in the cultural sector.
Hiểu được hoạt động của tổ chức Công đoàn
Biết được nội dung chính và quy trình ký kết Thỏa ước Lao động tập thể (Collective Agreement)
Biết cách giải quyết tranh chấp lao động
Biết được các hình thức thu hút công nhân tham gia quản lý doanh nghiệp (Employee Involvement Programs)
Sự khác biệt trong quan hệ lao động quốc tế
Planning involves selecting a course of action and specifying how the action will be implemented. The first step in planning is to identify the various alternatives. Next, the alternative that does the best job of furthering the organization’s objectives is selected. Management’s plans are usually expressed in budgets. Typically, budgets are prepared annually under the direction of the controller, who is the manager of the accounting department.
Financial accountancy (or financial accounting) is the field of accountancy concerned
with the preparation of financial statements for decision makers, such as stockholders,
suppliers, banks, employees, government agencies, owners and other stakeholders.
Financial capital maintenance can be measured in either nominal monetary units or units of
constant purchasing power. The central need for financial accounting is to reduce the
various principal-agent problems, by measuring and monitoring the agents' performance
and thereafter reporting the results to interested users.
In certain countries the Company also provides postretirement benefits other than
pensions to various employees. The cost relating to such plans consists of the present value
of the benefits attributed on equal basis to each year of service, and interest cost on the
accumulated postretirement benefit obligation, which is a discounted amount. The
transition obligation is being recognized through charges to earnings over a twenty-year
period beginning in 1993 in the US and in 1995 for all other plans.
“Creating value through values” is the credo of today’s management accountant. It means that management
accountants should maintain an unwavering commitment to ethical values while using their
knowledge and skills to influence decisions that create value for organizational stakeholders. These
skills include managing risks and implementing strategy through planning, budgeting and forecasting,
and decision support. Management accountants are strategic business partners who understand the
financial and operational sides of the business.
The purpose of the Organization Pillar is to provide tools and capability to deliver behaviors which support
achieving the compelling business need, leveraging 100% employee involvement and zero defect
For some small businesses, the security of their information, systems, and networks might not be a high
priority, but for their customers, employees, and trading partners it is very important. The term Small
Enterprise (or Small Organization) is sometimes used for this same category of business or organization.
A small enterprise/organization may also be a nonprofit organization. The size of a small business
varies by type of business, but typically is a business or organization with up to 500 employees.
In a free-enterprise, private-property system, a corporate executive is an employee of the
owners of the business. He has direct responsibility to his employers. That responsibility is to
conduct the business in accordance with their desires, which generally will be to make as
much money as possible while conforming to their basic rules of the society, both those
embodied in law and those embodied in ethical custom. Of course, in some cases his
employers may have a different objective.
There is no “silver bullet” or specific set number of factors that makes the worker an employee
or an independent contractor. Nor does any one factor stand alone in making the determination.
The IRS will look at the entire relationship to determine the extent of the right to direct and
control work done. If you are determined to be an independent contractor and therefore are self-
employed, you will need to pay a 15% self-employment tax which will cover your Social
Security and Medicare required payment.
The overall organizational structure of the Port Authority is heavily concentrated in
senior and middle management. This structural characteristic in large part is driven by
the long‐tenured nature of the employee workforce that has been promoted based on
seniority and not necessarily merit.
From 2006 to 2010, total gross compensation at the Port Authority grew from $629.3
million to approximately $749.3, respectively. Of this amount, base salaries grew from
$507.6 million to $581.1 million, a compounded annual growth rate of only 2.7%.
However, other amounts of compensation, (i.e., “add‐on” compensation) such as pay
associated with the vacation exchange program and certain longevity programs grew by
compounded annual growth rates of 10.6% and 5.
This definition captures the spirit of the concept as originally proposed by the World
Commission on Environment and Development, and recognizes that economic
development must meet the needs of a business enterprise and its stakeholders. The latter
include shareholders, lenders, customers, employees, suppliers and communities who are
affected by the organization’s activities.
It also highlights business’s dependence on human and natural resources, in addition to
physical and financial capital.